Agenda packet — Vallejo City Council, September 10, 2024 (part 6 of 6)

• Group Health insurance increase: General Fund $46K and Other Funds $8K • Medflex (In-lieu of): General Fund $150 and Other Funds $600

Net additional costs will be expended from the fund balance for FY 2024-25.

Funding for future fiscal years will be requested as part of the annual budget process and will be factored into the Five-Year Financial Forecast.

ENVIRONMENTAL REVIEW
This action is exempt from the California Environmental Quality Act (CEQA) because it is not a project which has a potential for resulting in either a direct physical change in the environment, or a reasonably foreseeable indirect physical change in the environment, pursuant to CEQA Guideline section 15378.

ATTACHMENTS

1. Attachment 1 - Unrepresented Resolution_24.09.10 CAO STAMP

2. Exhibit 1 - Unrepresented Resolution_24.09.10 Redline

3. Attachment 2 - Resolution to Amend Salary Plan for FY 24-25_24.09.10 UNREP CAO STAMP

4. Exhibit 2A - Full-Time Equivalent Listing-24-094 Positions and Salaries FY 24-25

5. Exhibit 2B - Unrep Salary Listing - Sept 2024

CONTACT
Stephanie Sifuentes, Human Resources Director (707) 649-4852 [email protected]

RESOLUTION NO. 24-____ N.C.

A REVISED RESOLUTION OF THE CITY COUNCIL OF THE CITY OF VALLEJO

REVISING THE UNREPRESENTED EXECUTIVE MANAGEMENT EMPLOYEE

COMPENSATION, LEAVE, AND BENEFITS (UNREPRESENTED EMPLOYEES

SALARY SCHEDULE AND MANAGEMENT COMPENSATION PLAN)
WHEREAS, on February 14, 2023, the City Council adopted Resolution 23-017 revising the Management Compensation Plan and Salary Schedule for the Unrepresented Executive Management Employees; and
WHEREAS, it is necessary to update that resolution;
NOW THEREFORE BE IT RESOLVED by the Council of the City of Vallejo as follows:

Section I Intent.

This Resolution is adopted in order to set forth certain compensation, leave, and benefits for the unrepresented executive management employees, as defined below, for the City of Vallejo.

Section II Citation of Resolution.

The provision of this Resolution shall be known and may be cited as the Unrepresented Executive Management Employees Compensation Plan Resolution and Schedule for the City of Vallejo.

Section III Superseding Resolutions.

This Resolution supersedes Resolution Nos. 09-317 N.C., 17-126, 18-111, 22-028, and 23-017.

This Resolution may be superseded in whole or in part by other resolutions adopted by the Council of the City of Vallejo. Each such resolution shall be effective on the first day of the City pay period next succeeding its adoption, unless such resolution provides otherwise. Any provision of this Resolution superseded by resolution of the City Council shall be deemed repealed upon effective date of the superseding resolution.

Section IV Classes of Employment.

The provisions of this Resolution shall apply to the following classifications:

1. ASSISTANT CITY ATTORNEY I - EXEMPT 00004 UNREP EXEMPT

2. ASSISTANT CITY ATTORNEY II - EXEMPT 00003 UNREP EXEMPT

3. ASSISTANT CITY MANAGER 00010 UNREP EXEMPT

4. ASSISTANT FINANCE DIRECTOR - E 00131 UNREP EXEMPT

5. ASSISTANT HUMAN RESOURCES DIRECTOR 06010 UNREP EXEMPT

6. ASSISTANT TO THE CITY MANAGER 00011 UNREP EXEMPT

7. ASSISTANT PUBLIC WORKS DIRECTOR –

CITY ENGINEER
00150 UNREP EXEMPT

8. ASSISTANT PUBLIC WORKS DIRECTOR –

MAINTENANCE
00170 UNREP EXEMPT

9. CHIEF ASSISTANT CITY ATTORNEY 00005 UNREP EXEMPT

10. CHIEF INNOVATION OFFICER 06020 UNREP EXEMPT

11. CITY CLERK - E 00102 UNREP EXEMPT

12. COMMUNICATIONS/PUBLIC INFORMATION

OFFICER
06030 UNREP EXEMPT

13. COMMUNITY DEVELOPMENT DIRECTOR 00070 UNREP EXEMPT

14. COMMUNITY ENGAGEMENT MANAGER 06093 UNREP EXEMPT

15. DEPUTY FINANCE DIRECTOR 00129 UNREP EXEMPT

16. DEPUTY FIRE CHIEF - UNREPRESENTED 00041 UNREP EXEMPT

17. DEPUTY POLICE CHIEF 06050 UNREP EXEMPT

18. ECONOMIC DEVELOPMENT DIRECTOR UNREP EXEMPT

19. EMPLOYEE AND LABOR RELATIONS

OFFICER
06060 UNREP EXEMPT

20. EXECUTIVE ASSISTANT TO THE CITY

MANAGER - E
00092 UNREP EXEMPT

21. EXECUTIVE ASSISTANT TO THE MAYOR - E 00091 UNREP EXEMPT

22. FINANCE DIRECTOR 00050 UNREP EXEMPT

23. FIRE CHIEF 00040 UNREP EXEMPT

24. HOUSING DIRECTOR UNREP EXEMPT

25. HUMAN RESOURCES DIRECTOR 00080 UNREP EXEMPT

26. HUMAN RESOURCES OPERATIONS

MANAGER
00085 UNREP EXEMPT

27. HUMAN RESOURCES PROGRAM MANAGER
- E
00141 UNREP EXEMPT

28. INFORMATION AND TECHNOLOGY

DIRECTOR
00090 UNREP EXEMPT

29. LAW OFFICE SUPERVISOR 00216 UNREP EXEMPT

30. PLANNING AND DEVELOPMENT SERVICES

DIRECTOR
00071 UNREP EXEMPT

31. POLICE CHIEF 00030 UNREP EXEMPT

32. PUBLIC WORKS DIRECTOR 00020 UNREP EXEMPT

33. RISK MANAGER AND SAFETY OFFICER 00142 UNREP EXEMPT

34. SPECIAL ADVISOR TO THE CITY MANAGER 06040 UNREP EXEMPT

35. WATER OPERATIONS MANAGER 00104 UNREP EXEMPT

36. WATER UTILITIES DIRECTOR 00022 UNREP EXEMPT
3 Section V At-Will Employment.

A. The classifications set forth in Section IV are unrepresented and at-will and may be terminated at any time for any lawful reason with or without notice. At-will employees acquire no property interests in their positions and have no guarantees regarding continued employment, nor any right to appeal termination of such employment or any disciplinary action. As employees in the above classifications are unrepresented, the City retains the sole discretion to modify any employment benefits at any time with or without notice. Nothing in this Resolution is intended to change the at-will and unrepresented status of the above-listed classifications.

B. It is understood and agreed that the City possesses the sole right and authority to operate and direct the employees of the City and its various departments in all aspects, including but not limited to:

1. The right to determine its mission, policies, and to set forth all standards of service offered to the public;

2. To plan, direct, control and determine the operations or services to be conducted by employees of the City;

3. To change working conditions as deemed appropriate by the City;

4. To determine the methods, means, number of personnel needed to carry out the mission of the City or the mission of any department;

5. To direct the working forces;

6. To hire, promote, and assign or to transfer employees within the City or a department;

7. To lay-off, relieve employees due to lack of work or funds or for other reasons determined appropriate by the City;

8. To make, publish, and enforce rules and regulations;

9. To introduce new or improved methods, equipment, or facilities;

10. To contract out for goods and/or services.

Section VI Salaries and Other Pays.

A. Wages. Effective the first full pay period following City Council adoption, wages for employees covered by resolution 23-017, shall increase by five percent (5.0%).

B. Other Pay. Employees who are assigned by the City Manager or their designee to assume the entirety of the duties of a position of a higher classification and have been assigned and worked one full day or more shall be paid at the first step of the higher classification or 5%, whichever is higher.

Section VII Retirement.

A. Classic Non-Safety Members. For those employees subject to this Resolution who were hired before January 1, 2013, or deemed by CalPERS to be “classic” or “legacy” members of the CalPERS system, the City shall continue to participate in the State of California Public Employees Retirement System (CalPERS).

Currently, these employees covered by this Resolution are covered by the 2.7% at 55 retirement formula. Pursuant to Cal. Government Code section 20516 (Employee Sharing of Cost of Additional Benefit) the member contribution rate for all bargaining unit members who qualify as “classic” or “legacy” under the PEPRA shall be 9%, or the contribution rate as set forth in Government Code section 20516, as may be amended.

B. New or “PEPRA” Non-Safety Members. For those employees subject to this resolution who were hired after January 1, 2013, or are “new” 1 to the CalPERS retirement system, the City shall provide the California Public Employee Retirement System Local Miscellaneous 2% at 62. In this and all other relevant respects, the City will comply with Cal. Government Code section 7522 et seq., including but not limited to the employee cost-share, the cap on pension benefits, and the three year average for calculating final compensation. “New” or “PEPRA” members shall pay a member contribution rate equal to 50% of the normal cost for their retirement benefit, as determined by PERS.

C. Classic or Legacy Safety Employees. For those Public Safety Police employees subject to this resolution who were hired prior to January 1, 2013, or are deemed by CalPERS to be “classic” or “legacy” members, the City shall provide the California Public Employee Retirement System Safety 3% at 50. Classic or Legacy Public Safety Police members shall pay a member contribution rate of 9%. For those Public Safety Fire employees subject to this resolution who were hired by the City of Vallejo into the PERS Safety Fire membership prior to December 28, 2012 were, the City shall provide the 3% at 50 formula for the City of Vallejo Safety Fire Classic tier 1. Pursuant to Cal. Government Code section 20516 (Employee Sharing of Cost of Additional Benefit) the member contribution rate for all bargaining unit members who qualify as “classic” or “legacy” in the Safety Fire Classic tier 1 under the PEPRA shall be 13.4%. For those Public Safety Fire employees subject to this resolution who were hired on or after December 28, 2012 and before January 1, 2013 or are deemed by CalPERS to be “classic” member and new to the City of Vallejo plan, the City shall provide the Fire Safety Classic tier 2 plan with a 2% at 50 formula. Classic or Legacy Public Safety Fire tier 2 members shall pay a member contribution rate of 9%.

D. “New” or “PEPRA” Safety Members. For those Public Safety employees subject to this resolution who were hired after January 1, 2013, and who are deemed by CalPERS NOT to be “classic” or “legacy” members, AB340 will apply imposing a

2.7% @ 57 pension formula. “New” or “PEPRA” members shall pay a member contribution rate equal to 50% of the normal cost for their retirement benefit, as determined by PERS
E. With respect to retirement compensation and all other relevant respects, the City will comply with Cal. Government Code section 7522 et seq., including but not limited to the employee cost-share, the cap on pension benefits, and the three year 1 “New” is defined by CalPERS as 1) never having been a member of CalPERS, OR 2) having been out of the system for six months or more. The City shall look to CalPERS in interpreting its own regulations and definitions with regard to retirement benefits. 5 average for calculating final compensation.

F. Employee Retirement contribution amounts shall be deducted from the employee's paycheck pursuant to this Resolution.

G. Social Security. Non-safety employees covered by this Resolution are covered by the Social Security Act. This benefit is in addition to the CalPERS Retirement Plan.

The City and employee each pay the required amount required under the Social Security Act.

H. Deferred Plans.

1. 457 Plan. Employees covered by this Resolution may voluntarily participate in such plan.

2. 401(A) Plan. Employees covered by this resolution who elect to participate in the 457 plan are eligible for a City contribution to the 401(A) plan in an amount up to the equivalent of 1% of salary.

3. IRS 125 Plan. Employees covered by this Resolution may voluntarily participate in such plan.

4. PARS Plan. Employees covered by this Resolution and who were full-time employees on or after July 1, 2004 and hired before December 31, 2012, may voluntarily participate in such plan.

Section VIII Holidays.

A. Declared Holidays. Employees covered by this Resolution shall observe the following twelve (12) holidays each fiscal year.:

B. When a holiday falls on a Saturday, the preceding Friday shall be deemed a holiday.

When the holiday falls on a Sunday, the following Monday shall be deemed a holiday. When an employee is required to work on a holiday, and with the consent of the Department Head and/or City Manager as applicable, the employee may select another day in lieu of the holiday.

Section IX Work Schedule.

Independence Day July 4
Labor Day First Monday in September
Indigenous Peoples' Day Second Monday in October
Veterans Day November 11
Thanksgiving Day Fourth Thursday in November
Day After Thanksgiving Fourth Friday in November
Christmas Day December 25
New Year's Day January 1
Martin Luther King, Jr. Day Third Monday in January
Washington's Birthday Third Monday in February
Memorial Day Last Monday in May
Juneteenth June 19
A. Employees covered by this Resolution are authorized to work a 9-80 schedule when workload permits and as approved by the Department Head and/or City Manager, as applicable.

Section X Annual Leave.

A. Effective January 1, 2010, employees covered by this Resolution shall accumulate vacation leave in accordance with the following schedule:

Pay Periods Completed Accrued Annual Leave
1 PP –78 PP 80 hours
79 PP –234 PP 120 hours
235 PP – 390 PP 160 hours
391 PP + 200 hours
B. Employees shall begin to accrue vacation leave from the first day of employment and shall be eligible to use vacation from the point at which it is accrued.

C. Limitation on Accumulation. Current employees shall be eligible to accumulate annual leave up to that which can be accumulated in four (4) years. For employees hired on or after January 1, 2010, employees shall be eligible to accumulate annual leave up to that which can be accumulated in three (3) years. No employee shall accrue annual leave beyond the maximum allowed.

D. Separation from Service. An employee who is laid off, resigns, retires or is otherwise separated from service of the City shall receive vacation pay for all of their accrued vacation upon separation from employment. The amount of payment for all unused vacation shall be calculated based on the employee's base hourly rate of pay in effect on the employee's last day of employment.

Section XI Administrative Leave
A. Effective January 1, 2019 employees covered by this Resolution shall receive 80 hours of administrative leave per calendar year. This leave must be used within the payroll calendar year, or be forfeited. There is no cash value to the leave.

B. For employees that are hired during the year, the amount of leave they receive will be pro-rated based upon the number of pay periods remaining in the payroll calendar year.

C. For employees that leave the City during the year, the amount of leave to which they are entitled will be adjusted according to the number of pay periods they worked in the payroll calendar year. If they have used more hours, the adjustment will be made as a part of their vacation payout.

Section XII Sick Leave.

A. Employees covered by this Resolution shall accumulate sick leave at the rate of 12 hours per month. Employees begin accruing sick leave benefits on their first day of employment and shall be eligible to use sick leave from the point of accrual. 7 B. All unrepresented employees who have used five days or less of sick leave shall be allowed to convert 25% of their unused sick leave to annual leave. For purposes of this resolution, unused sick leave shall be that sick leave earned during the fiscal year and not used by the employee during that fiscal year.

C. An employee may use up to ½ of their annual sick leave accruals or five days whichever is greater for the care of a family member or “designated person.” For purposes of this section, family member is defined to include a child (including a biological child, adopted child, foster child, stepchild, legal ward, or child to whom the employee stands in loco parentis), a parent (including a biological parent, adoptive parent, foster parent, stepparent, or legal guardian of the employee or employee’s spouse or registered domestic partner, or person who stood in loco parentis when the employee was a minor child), a spouse, a registered domestic partner, a grandparent, a grandchild, or a sibling. The term “designated person” refers to an individual related by blood or whose association with the employee is equivalent to a family relationship. An employee who is a victim of domestic violence, sexual assault or stalking may also use sick leave to seek aid, treatment, or related assistance.

D. Retirement from Service. Employees who retire from City service with Pre-2009 Leave may cash-out up to 50% of that leave balance. The remainder may be used to purchase PERS service credit. The amount of payment for Pre-2009 Leave shall be calculated based on the employee's base hourly rate of pay in effect on the employee's last day of employment. Any new sick leave hours or hours accrued after the adoption of Resolution 22-028 shall have no cash value and cannot be cashed-out upon retirement. Sick leave hours accrued after the adoption of Resolution 22-028 may be used to purchase PERS service credit.

E. Bereavement Leave. Employees may use sick leave for the purpose of bereavement up to a maximum of five (5) working days per bereavement. For purposes of this section, family member is defined to include a child (including a biological child, adopted child, foster child, stepchild, legal ward, or child to whom the employee stands in loco parentis), a parent (including a biological parent, adoptive parent, foster parent, stepparent, or legal guardian of the employee or employee’s spouse or registered domestic partner, or person who stood in loco parentis when the employee was a minor child), a spouse, a registered domestic partner, a grandparent, a grandchild, or a sibling, provided:
a. The employee notified the City of the purpose of their absence prior to the first day of such absence (except in cases where such notice cannot be provided in advance);
b. The employee, when requested, furnishes proof satisfactory to the City of the death, and their relationship to the deceased.
c. Employees may ask their department heads for additional time off work beyond the five (5) days. If approved, such time off shall either be deducted from the employee's annual leave balance, if available, or it shall be approved as leave without pay, at the discretion of the employee.

Section XIII Health Benefits and Other Insurance.

A. Group Health Insurance. Effective February 1, 2010, the City shall cap its Public Employees Medical and Hospital Care Act ("PEMHCA") contribution toward medical premiums for employees and eligible dependents at $300.00.

B. The City shall provide the difference between $300.00 and up to maximum of eighty (80%) of the Kaiser Region 1 rate at each level of coverage, i.e., employee only, employee plus one, or employee plus two or more to each employee through an IRS section 125 ("cafeteria") plan payment. ·If an employee selects a plan with a greater premium, the employee shall be responsible for the difference between the selected plan and the maximum City contribution. For example, if the Kaiser family rate is $1000.00/month and an employee with family coverage chooses a plan costing $1500.00/month, the City will pay $800.00 (80% of the Kaiser premium) and the employee will pay $800.00 (the difference between the selected plan and the City's maximum contribution) each month.

C. Retiree Health Insurance. The City shall continue to participate in the retiree-annuitant portion of the PEMHCA provided for in Government Code section 22750 et seq. Retirees and current employees who retire from Vallejo and qualify under the PEMHCA shall continue to receive the same PEMHCA contribution as active employees ($300.00/month effective February 1, 2010). If a retiree-annuitant and/or eligible dependent is enrolled in both Part A (Hospital) and Part B (Medical) of Medicare, the retiree-annuitant shall participate in the Medicare supplementary program as provided for in Government Code sections 22831, 22844, and 22859.

D. Medical Insurance Flex. Employees shall be eligible to receive up to $400.00/month in lieu of medical insurance premium contributions paid for by the City. In order to be eligible for this payment, the employee must decline coverage under the City's plan and prove to the City's satisfaction that they have medical coverage.

E. Dental. Effective January 1, 2019, or as soon as possible thereafter, the City contribution toward dental care premiums shall be 100% of the amount of the total premium.

F. Vision. Effective January 1, 2010, or as soon as possible thereafter, the City contribution toward dental care premiums shall be 100% of the amount of the total premium.

G. Life Insurance. Effective October 1, 2017, or as soon as possible thereafter, the City shall provide for coverage of each employee with Life/Accidental Death & Disability Insurance, at a coverage level of 2 times the employee’s base salary, up to a maximum of $250,000. Additionally, the City shall provide for coverage of each employee, except public safety employees with Long Term Disability insurance, with a benefit of 60% up to a maximum monthly benefit of $10,000.

H. Employee Assistance Program. The City shall continue to provide an Employee Assistance Program and pay the full cost of this coverage.

Section XIV Miscellaneous Provisions.
9 A. Reimbursement for Mileage. Employees covered by this Resolution shall be reimbursed for all business miles driven at the rate set by the Internal Revenue Service.

B. Uniform Replacement. The City shall replace dress uniforms for the Fire Chief, Deputy Fire Chief, Police Chief, and Deputy Police Chief once every two (2) years.

The City shall replace daily uniforms for the Fire Chief, Deputy Fire Chief, Police Chief, and Deputy Police Chief as needed. The Fire Chief, Deputy Fire Chief, Police Chief, and Deputy Police Chief are responsible for maintaining uniforms in good and clean repair.

Section XV. Effective Date.

Unless otherwise stated herein, all provisions of this Resolution will be effective September 21, 2024.

Section XVI. Previous Resolutions.

All previous resolutions and parts of previous resolutions in conflict herewith are hereby repealed and replaced by this Resolution.

Section XVII. Distribution.

The City Clerk shall certify to the adoption of this Resolution and provide for the appropriate distribution thereof.

Adopted by the City Council of the City of Vallejo at a regular meeting held on September 10, 2024, with the following vote:

AYES:

NOES:

ABSENT:

ABSTAIN:
______________________________________
ROBERT H. MCCONNELL, MAYOR
ATTEST:
_________________________________________
DAWN G. ABRAHAMSON, CITY CLERK

EXHIBIT I
RESOLUTION NO. 24-____ N.C.

A REVISED RESOLUTION OF THE CITY COUNCIL OF THE CITY OF VALLEJO

REVISING THE UNREPRESENTED EXECUTIVE MANAGEMENT EMPLOYEE

COMPENSATION, LEAVE, AND BENEFITS (UNREPRESENTED EMPLOYEES

SALARY SCHEDULE AND MANAGEMENT COMPENSATION PLAN)
WHEREAS, on December 11, 2018, the City Council adopted Resolution 18-111 revising the Management Compensation Plan and Salary Schedule for the Unrepresented Executive Management Employees; and
WHEREAS, on December 14, 2021, the City Council adopted Resolution 22-028 of the Council of the City of Vallejo Revising the Unrepresented Executive Management Employee Compensation, Leave and Benefits (Unrepresented Employees Salary Schedule and Management Compensation Plan); and
WHEREAS, subsequent to the adoption of the December 14, 2021 resolution, staff determined that unrepresented employees should be allowed to accumulate sick leave and convert unused sick leave in the same manner as members of CAMP ; and
WHEREAS, this revised resolution allows the new sick leave accrual rate for unrepresented employees to apply to all unrepresented employees; and
WHEREAS, staff added the new positions of Economic Development Director, Communication Operations Manager and Housing Director to Unrepresented.

WHEREAS, on February 14, 2023, the City Council adopted Resolution 23-017 revising the Management Compensation Plan and Salary Schedule for the Unrepresented Executive Management Employees; and
WHEREAS, it is necessary to update that resolution;
NOW THEREFORE BE IT RESOLVED by the Council of the City of Vallejo as follows:

Section I Intent.

This Resolution is adopted in order to set forth certain compensation, leave, and benefits for the unrepresented executive management employees, as defined below, for the City of Vallejo.

Section II Citation of Resolution.

The provision of this Resolution shall be known and may be cited as the Unrepresented Executive Management Employees Compensation Plan Resolution and Schedule for the City of Vallejo.

Section III Superseding Resolutions.

This Resolution supersedes Resolution Nos. 09-317 N.C., 17-126, 18-111, and 22-028, and 23- 017. This Resolution may be superseded in whole or in part by other resolutions adopted by the Council of the City of Vallejo. Each such resolution shall be effective on the first day of the City pay period next succeeding its adoption, unless such resolution provides otherwise. Any provision of this Resolution superseded by resolution of the City Council shall be deemed repealed upon effective date of the superseding resolution.

Section IV Classes of Employment.

The provisions of this Resolution shall apply to the following classifications:

1. ASSISTANT CITY ATTORNEY I - EXEMPT 00004 UNREP EXEMPT

2. ASSISTANT CITY ATTORNEY II - EXEMPT 00003 UNREP EXEMPT

3. ASSISTANT CITY MANAGER 00010 UNREP EXEMPT

4. ASSISTANT FINANCE DIRECTOR - E 00131 UNREP EXEMPT

5. ASSISTANT HUMAN RESOURCES DIRECTOR 06010 UNREP EXEMPT

6. ASSISTANT TO THE CITY MANAGER 00011 UNREP EXEMPT

7. ASSISTANT PUBLIC WORKS DIRECTOR –

CITY ENGINEER
00150 UNREP EXEMPT

8. ASSISTANT PUBLIC WORKS DIRECTOR –

MAINTENANCE
00170 UNREP EXEMPT

9. CHIEF ASSISTANT CITY ATTORNEY 00005 UNREP EXEMPT

10. CHIEF INNOVATION OFFICER 06020 UNREP EXEMPT

11. CITY CLERK - E 00102 UNREP EXEMPT

12. COMMUNICATIONS/PUBLIC INFORMATION

OFFICER
06030 UNREP EXEMPT

13. COMMUNITY DEVELOPMENT DIRECTOR 00070 UNREP EXEMPT

14. COMMUNITY ENGAGEMENT MANAGER 06093 UNREP EXEMPT

15. DEPUTY FINANCE DIRECTOR 00129 UNREP EXEMPT

16. DEPUTY FIRE CHIEF - UNREPRESENTED 00041 UNREP EXEMPT

17. DEPUTY POLICE CHIEF 06050 UNREP EXEMPT

18. ECONOMIC DEVELOPMENT DIRECTOR UNREP EXEMPT

19. EMPLOYEE AND LABOR RELATIONS

OFFICEREMPLOYEE RELATIONS MANAGER
060600
0189

UNREP EXEMPT

20. EXECUTIVE ASSISTANT TO THE CITY

MANAGER - E
00092 UNREP EXEMPT

21. EXECUTIVE ASSISTANT TO THE MAYOR - E 00091 UNREP EXEMPT

22. FINANCE DIRECTOR 00050 UNREP EXEMPT

23. FIRE CHIEF 00040 UNREP EXEMPT

24. HOUSING DIRECTOR UNREP EXEMPT

25. HUMAN RESOURCES DIRECTOR 00080 UNREP EXEMPT

26. HUMAN RESOURCES OPERATIONS

MANAGER
00085 UNREP EXEMPT

27. HUMAN RESOURCES PROGRAM MANAGER
- E
00141 UNREP EXEMPT
3 28. INFORMATION AND TECHNOLOGY

DIRECTOR
00090 UNREP EXEMPT

29. LAW OFFICE SUPERVISOR 00216 UNREP EXEMPT

30. PLANNING AND DEVELOPMENT SERVICES

DIRECTOR
00071 UNREP EXEMPT

31. POLICE CHIEF 00030 UNREP EXEMPT

32. PUBLIC WORKS DIRECTOR 00020 UNREP EXEMPT

33. RISK MANAGER AND SAFETY OFFICER 00142 UNREP EXEMPT

34. SPECIAL ADVISOR TO THE CITY MANAGER 06040 UNREP EXEMPT

35. WATER OPERATIONS MANAGER 00104 UNREP EXEMPT

36. WATER UTILITIES DIRECTOR 00022 UNREP EXEMPT
Section V At-Will Employment.

1. The right to determine its mission, policies, and to set forth all standards of service offered to the public;

2. To plan, direct, control and determine the operations or services to be conducted by employees of the City;

3. To change working conditions as deemed appropriate by the City;

4. To determine the methods, means, number of personnel needed to carry out the mission of the City or the mission of any department;

5. To direct the working forces;

6. To hire, promote, and assign or to transfer employees within the City or a department;

7. To lay-off, relieve employees due to lack of work or funds or for other reasons determined appropriate by the City;

8. To make, publish, and enforce rules and regulations;

9. To introduce new or improved methods, equipment, or facilities;

10. To contract out for goods and/or services.

Section VI Salaries and Other Pays.

A. Wages. Effective the first full pay period (December 18 th, 2021) following City Council adoption of the December 14 th, 2021resolution, wages for employees covered by resolution 22-02823-017, shall increase by two five percent (25.0%)..

Effective the first full pay period following July 1, 2022, wages for employees covered by resolution 22-028, shall increase by two percent (2.0%)..

Effective the first full pay period following July 1, 2023, wages for employees covered by resolution 22-028, shall increase by three percent (3.0%)..

Market Equity Adjustments. All benchmark and related classifications determined through the 2020 Bryce market survey to be more than fifteen percent (15%) below the median for the jurisdictions surveyed, after the application of compensation terms effective in FY2021-22, shall receive an equity adjustment to bring them to fifteen percent (15%) below market the first full pay period after January 1, 2022.

In addition, for FY2022-23, all benchmark and related classifications determined through the 2020 Bryce market survey to be more than ten percent (10%) below the median for the jurisdictions surveyed (including those receiving adjustments in FY2021-22 under this section), after the application of compensation terms effective in FY2021-22 and FY2022-23, shall receive an equity adjustment to bring them to ten percent (10%) below market effective the first full pay period following January 1, 2023.

In addition, for FY2023-24, all benchmark and related classifications determined through the 2020 Bryce market survey to be more than five percent (5%) below the median for the jurisdictions surveyed (including those receiving adjustments in FY2021-22 and FY2022-23 under this section), after the application of any negotiated compensation terms effective in FY2021-22, FY2022-23, and FY2023-24, shall receive an equity adjustment to bring them to five percent (5%) below market effective the first full pay period following January 1, 2024.

One-Time Cash Payment. Effective the first full pay period (December 18th, 2021) following Council adoption of the December 14th, 2021 Resolution, all employees covered by Resolution 22-028, at the time of disbursement shall be entitled to a one-time lump sum payment of $1,000.

This payment shall not be considered as wages for purposes of retirement benefits.

Section VII Retirement.

Currently, these employees covered by this Resolution are covered by the 2.7% at 5 55 retirement formula. Pursuant to Cal. Government Code section 20516 (Employee Sharing of Cost of Additional Benefit) the member contribution rate for all bargaining unit members who qualify as “classic” or “legacy” under the PEPRA shall be 9%, or the contribution rate as set forth in Government Code section 20516, as may be amended.

F. Employee Retirement contribution amounts shall be deducted from the employee's 1 “New” is defined by CalPERS as 1) never having been a member of CalPERS, OR 2) having been out of the system for six months or more. The City shall look to CalPERS in interpreting its own regulations and definitions with regard to retirement benefits. paycheck pursuant to this Resolution.

G. Social Security. Non-safety employees covered by this Resolution are covered by the Social Security Act. This benefit is in addition to the CalPERS Retirement Plan.

The City and employee each pay the required amount required under the Social Security Act.

H. Deferred Plans.

1. 457 Plan. Employees covered by this Resolution may voluntarily participate in such plan.

3. IRS 125 Plan. Employees covered by this Resolution may voluntarily participate in such plan.

4. PARS Plan. Employees covered by this Resolution and who were full-time employees on or after July 1, 2004 and hired before December 31, 2012, may voluntarily participate in such plan.

Section VIII Holidays.

A. Declared Holidays. Employees covered by this Resolution shall observe the following twelve (12) holidays each fiscal year.:

B. When a holiday falls on a Saturday, the preceding Friday shall be deemed a holiday.

Section IX Work Schedule.

A. Employees covered by this Resolution are authorized to work a 9-80 schedule when workload permits and as approved by the Department Head and/or City Manager, Independence Day July 4
Labor Day First Monday in September
Indigenous Peoples' Day Second Monday in October
Veterans Day November 11
Thanksgiving Day Fourth Thursday in November
Day After Thanksgiving Fourth Friday in November
Christmas Day December 25
New Year's Day January 1
Martin Luther King, Jr. Day Third Monday in January
Washington's Birthday Third Monday in February
Memorial Day Last Monday in May
Juneteenth June 19
7 as applicable.

Section X Annual Leave.

A. Effective January 1, 2010, employees covered by this Resolution shall accumulate vacation leave in accordance with the following schedule:

B. For employees that are hired during the year, the amount of leave they receive will be pro-rated based upon the number of pay periods remaining in the payroll calendar year.

Section XII Sick Leave.

A. Employees covered by this Resolution shall accumulate sick leave at the rate of 12 hours per month, effective the first full pay period (February 25th, 2023) following Council adoption of the February 14 th, 2023 Resolution. . Employees begin accruing sick leave benefits on their first day of employment and shall be eligible to use sick leave from the point of accrual.

B. Beginning with this fiscal year, aAll unrepresented employees who have used five days or less of sick leave shall be allowed to convert 25% of their unused sick leave to annual leave. For purposes of this resolution, unused sick leave shall be that sick leave earned during the fiscal year and not used by the employee during that fiscal year.

C.D. Retirement from Service. Employees who retire from City service with Pre-2009 Leave may cash-out up to 50% of that leave balance. The remainder may be used to purchase PERS service credit. The amount of payment for Pre-2009 Leave shall be calculated based on the employee's base hourly rate of pay in effect on the employee's last day of employment. Any new sick leave hours or hours accrued after the adoption of Resolution 22-028 shall have no cash value and cannot be cashed-out upon retirement. Sick leave hours accrued after the adoption of Resolution 22-028 may be used to purchase PERS service credit.

E.Bereavement Leave. Employees may use sick leave for the purpose of bereavement up to a maximum of three five (35) working days per bereavement. For purposes of this section, family member is defined to include a child (including a biological child, adopted child, foster child, stepchild, legal ward, or child to whom the employee stands in loco parentis), a parent (including a biological parent, adoptive parent, foster parent, stepparent, or legal guardian of the employee or employee’s spouse or registered domestic partner, or person who stood in loco parentis when the employee was a minor child), a spouse, a registered domestic partner, a grandparent, a grandchild, or a sibling, provided:
a. The employee notified the City of the purpose of their absence prior to the first day of such absence (except in cases where such notice cannot be provided in advance);
b. The employee, when requested, furnishes proof satisfactory to the City of the death, and their relationship to the deceased.
a.c.Employees may ask their department heads for additional time off work beyond the five (5) days. If approved, such time off shall either be deducted from the employee's annual leave balance, if available, or it shall be approved as leave 9 without pay, at the discretion of the employee.for the death of the employee's spouse, domestic partner, parent, brother, sister, child, grandparent or grandchild provided that the employee notifies the Department Head or City Manager of the purpose of his/her absence on the first day of such absence and, if requested, the employee furnishes proof satisfactory to the Department Head or City Manager of the death, and the employee's relationship to the deceased.

Bereavement leave may also be used for the death of the parent, child, sibling, grandparent or grandchild of the employee’s spouse or domestic partner.

Section XIII Health Benefits and Other Insurance.

B. The City shall provide the difference between $300.00 and up to maximum of seventy-fiveeighty (7580%) of the Kaiser Region 1 rate at each level of coverage, i.e., employee only, employee plus one, or employee plus two or more to each employee through an IRS section 125 ("cafeteria") plan payment. ·If an employee selects a plan with a greater premium, the employee shall be responsible for the difference between the selected plan and the maximum City contribution. For example, if the Kaiser family rate is $1000.00/month and an employee with family coverage chooses a plan costing $1500.00/month, the City will pay $750800.00 (7580% of the Kaiser premium) and the employee will pay $750800.00 (the difference between the selected plan and the City's maximum contribution) each month.

D. Medical Insurance Flex. Employees shall be eligible to receive up to $250400.00/month in lieu of medical insurance premium contributions paid for by the City. In order to be eligible for this payment, the employee must decline coverage under the City's plan and prove to the City's satisfaction that they have medical coverage.

E. Dental. Effective January 1, 2019, or as soon as possible thereafter, the City contribution toward dental care premiums shall be 100% of the amount of the total premium.

F. Vision. Effective January 1, 2010, or as soon as possible thereafter, the City contribution toward dental care premiums shall be 100% of the amount of the total premium.

H. Employee Assistance Program. The City shall continue to provide an Employee Assistance Program and pay the full cost of this coverage.

Section XIVXIII Miscellaneous Provisions.

A. Reimbursement for Mileage. Employees covered by this Resolution shall be reimbursed for all business miles driven at the rate set by the Internal Revenue Service.

B. Uniform Replacement. The City shall replace dress uniforms for the Fire Chief, Deputy Fire Chief, Police Chief, and Deputy Police Chief once every two (2) years.

Section XIV. Effective Date.

Unless otherwise stated herein, all provisions of this Resolution will be effective February 15September 21, 20234.

Section XVI. Previous Resolutions.

All previous resolutions and parts of previous resolutions in conflict herewith are hereby repealed and replaced by this Resolution.

Section XVII. Distribution.

The City Clerk shall certify to the adoption of this Resolution and provide for the appropriate distribution thereof.

Adopted by the City Council of the City of Vallejo at a regular meeting held on February 14September 10, 20234 with the following vote:

AYES:

NOES:

ABSENT:

ABSTAIN:
______________________________________
ROBERT H. MCCONNELL, MAYOR
11 ATTEST:
_________________________________________
DAWN G. ABRAHAMSON, CITY CLERK
RESOLUTION NO. 24 - ___N.C.

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF VALLEJO PROVIDING A NOTICE OF INTENT TO AMEND THE FY 2024-2025 BUDGET AND APPROVING A SALARY

PLAN AMENDMENT
WHEREAS, Vallejo Municipal Code section 2.60.340 requires that the City Council adopt an official salary plan through adoption of the annual positions and salaries resolution; and WHEREAS, the City Council approved Resolution 24-094 N.C. on June 12, 2024, adopting the Salary Plan; and
WHEREAS, the City Council has the authority to amend the salary plan via resolution during the Fiscal Year; and
WHEREAS, the Salary Plan consists of the Full-Time Equivalent Listing and the Salary Schedule; and
WHEREAS, Staff is recommending the Salary Plan be amended, as set forth in Exhibit 2A and Exhibit 2B respectively; and
NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Vallejo hereby directs staff to amend the Salary Plan, as shown in Exhibit 2A and 2B attached hereto and incorporated herein, effective September 21, 2024.

BE IT FUTHER RESOLVED, that the City Council hereby provides notice of intent to amend the FY 2024-2025 budget to reflect the changes reflected in said Salary Plan.

Adopted by the City Council of the City of Vallejo at a regular meeting held on September 9, 2024 with the following vote:

AYES:

ABSENT:

ABSTAIN:

NOES:
__________________________________
ROBERT H. MCCONNELL, MAYOR
ATTEST:
_______________________________________

DAWN ABRAHAMSOM, CITY CLERK

Personnel Summary
Authorized Full-time Equivalent (FTE) Listing
Proposed
Amended Amended Adopted Amended Changes Proposed
General Fund
Legislative 8.00 8.00 8.00 8.00 - 8.00
Executive -
City Manager 16.00 16.00 16.00 16.00 - 16.00
City Clerk 3.00 2.00 2.00 2.00 - 2.00
Information Technology 12.00 - - - - -
Legal 14.00 14.00 14.00 14.00 - 14.00
Finance 24.00 24.00 24.00 24.00 - 24.00
Human Resources 15.00 15.00 15.00 15.00 1.00 16.00 Information Technology - 11.50 12.50 13.50 - 13.50 Planning & Development Services 31.00 35.00 35.00 35.00 - 35.00 Economic Development - 7.00 7.00 7.00 - 7.00
Fire 109.00 108.00 96.00 96.00 - 96.00
Police 201.00 190.00 191.00 201.00 - 201.00
Public Works 74.00 73.50 73.50 73.50 - 73.50
507.00 504.00 494.00 505.00 1.00 506.00
Enterprise Funds
Water 120.00 121.00 121.00 120.00 1.00 121.00 Finance 17.00 18.00 18.00 18.00 - 18.00
Human Resources 1.00 1.00 1.00 1.00 (1.00) -
Subtotal, Water 138.00 140.00 140.00 139.00 - 139.00
Parking 1.00 - - - - -
139.00 140.00 140.00 139.00 - 139.00
Economic Development Funds
Mare Island CFDs 2.00 2.00 2.00 2.00 - 2.00

2.00 2.00 2.00 2.00 - 2.00
Public Works Funds
Landscape Districts 5.00 5.00 5.00 5.00 - 5.00
Corp Yard 8.00 9.00 9.00 9.00 - 9.00

13.00 14.00 14.00 14.00 - 14.00
Other Funds
Housing 15.00 15.00 16.00 16.00 - 16.00
Self Insurance 5.00 5.00 5.00 5.00 - 5.00

20.00 20.00 21.00 21.00 - 21.00
TOTAL 681.00 680.00 671.00 681.00 1.00 682.00 Note: Detailed FTE information by classification and department can be found in the Appendix.

FY 23-24 FY 24-25FY 22-23FY 21-22
Temporary & Part-time Authorized Positions
The Personnel Summary/Authorized FTE Listing does not reflect temporary and part-time positions required to be paid through City payroll. These positions include interns, administrative, manual and nonmanual temporary positions, and Police Cadets and Firefighter Trainee authorizations.

These temporary and part-time position authorizations generally fluctuate throughout the year as business needs change. As such, the City Manager has the authority to adjust staffing levels for temporary staffing positions, subject to budgetary constraints.

Multi-Level Authorizations
All positions in the Personnel Summaries/Authorized FTE Listings by Department that are authorized at multiple levels, where promotion is dependent on an employee obtaining certification or similar criteria not in the City's control, or other circumstances warrant, are required to be listed below and are referred to as "Multi-Level Authorizations":

Housing Specialist I/II Assistant Engineer/ Associate Civil Engineer Communications Operators I/II Instrument Technician I/II Maintenance Worker I/II Water Maintenance Worker I/II
Exhibit 2A
DocuSign Envelope ID: F61D8C37-4808-4071-8FF9-D2DC3BE1DBC9 Appendix: Personnel Summary
Legislative, Executive and Legal Departments
Proposed
Group Amended Amended Adopted Amended Changes Proposed
GENERAL FUND:

LEGISLATIVE

MAYOR & COUNCIL
Mayor MAYOR 1.00 1.00 1.00 1.00 - 1.00 City Council COUNCIL 6.00 6.00 6.00 6.00 - 6.00 Executive Assistant to the Mayor EXEC 1.00 1.00 1.00 1.00 - 1.00 Total Legislative 8.00 8.00 8.00 8.00 - 8.00

EXECUTIVE

CITY MANAGER
City Manager EXEC 1.00 1.00 1.00 1.00 - 1.00 Assistant City Manager EXEC 2.00 2.00 2.00 2.00 - 2.00 Assistant to the City Manager EXEC 2.00 2.00 2.00 2.00 - 2.00 Communication Operations Manager EXEC - 1.00 - - - - Community Engagement Manager EXEC - - 1.00 1.00 - 1.00 Executive Assistant to the City Manager EXEC 1.00 1.00 1.00 1.00 - 1.00 Organizational Development Manager EXEC 1.00 1.00 1.00 1.00 - 1.00 Administrative Clerk II-C CAMP 1.00 1.00 1.00 1.00 - 1.00 Executive Secretary-C CAMP 1.00 1.00 1.00 1.00 - 1.00 Administrative Analyst II CAMP 3.00 3.00 3.00 4.00 - 4.00 Administrative Analyst II (ARPA Funded) CAMP 1.00 1.00 1.00 - - - Community and Volunteer Coordinator CAMP 1.00 1.00 1.00 1.00 - 1.00 Communications and Public Information OfficerEXEC 1.00 1.00 1.00 1.00 - 1.00 Special Advisor to the City Manager EXEC 1.00 - - - - -

16.00 16.00 16.00 16.00 - 16.00

CITY CLERK
City Clerk EXEC 1.00 1.00 1.00 1.00 - 1.00 Deputy City Clerk CAMP 1.00 1.00 1.00 1.00 - 1.00 Contracts & Records Technician CAMP 1.00 - - - - -

3.00 2.00 2.00 2.00 - 2.00

INFORMATION TECHNOLOGY
Chief Innovation Officer EXEC 1.00 - - - - - IT Project Manager CAMP 1.00 - - - - - Information Systems Manager CAMP 2.00 - - - - - Network Administrator CAMP 1.00 - - - - - IS Services Specialist IBEW 1.00 - - - - - Media Services Specialist CAMP 1.00 - - - - - IS Support Technician II IBEW 3.00 - - - - - IS Support Technician I IBEW 1.00 - - - - - Administrative Clerk II IBEW 1.00 - - - - -

12.00 - - - - - Subtotal Executive, General Fund 31.00 18.00 18.00 18.00 - 18.00 FY 21-22 FY 22-23 FY 23-24 FY 24-25
DocuSign Envelope ID: F61D8C37-4808-4071-8FF9-D2DC3BE1DBC9 Appendix: Personnel Summary
Legislative, Executive and Legal Departments
Proposed
Group Amended Amended Adopted Amended Changes Proposed
FY 21-22 FY 22-23 FY 23-24 FY 24-25
EXECUTIVE (continued)
HOUSING/SECTION 8 Fund 121
Housing & Community Development Program ManagerCAMP 1.00 - - - - - Housing Project Developer CAMP 1.00 - - - - - Housing Specialist Supervisor IBEW 2.00 - - - - - Sr. Housing Specialist IBEW 6.00 - - - - - Administrative Analyst II CAMP 2.00 - - - - - Secretary IBEW 1.00 - - - - - Admin Clerk II IBEW 2.00 - - - - -

15.00 - - - - - Total Executive 46.00 18.00 18.00 18.00 - 18.00 LEGAL

CITY ATTORNEY
City Attorney EXEC 1.00 1.00 1.00 1.00 - 1.00 Chief Assistant City Attorney EXEC 1.00 1.00 1.00 1.00 - 1.00 Asst. City Attorney II-E EXEC 1.00 1.00 1.00 1.00 - 1.00 Asst. City Attorney II CAMP 3.00 3.00 3.00 4.00 - 4.00 Deputy City Attorney II CAMP 2.00 2.00 2.00 1.00 - 1.00 Deputy City Attorney I CAMP 1.00 1.00 1.00 1.00 - 1.00 Law Office Supervisor EXEC 1.00 1.00 1.00 1.00 - 1.00 Executive Secretary-C CAMP 1.00 1.00 1.00 1.00 - 1.00 Paralegal CAMP 3.00 3.00 3.00 3.00 - 3.00 Total Legal 14.00 14.00 14.00 14.00 - 14.00

TOTAL LEGISLATIVE,
EXECUTIVE AND LEGAL 68.00 40.00 40.00 40.00 0.00 40.00
DocuSign Envelope ID: F61D8C37-4808-4071-8FF9-D2DC3BE1DBC9 Appendix: Personnel Summary
Finance Department
Proposed
Group Amended Amended Adopted Amended Changes Proposed
GENERAL FUND:

ACCOUNTING
Finance Director EXEC 1.00 1.00 1.00 1.00 - 1.00 Assistant Finance Director EXEC 1.00 1.00 1.00 1.00 - 1.00 Deputy Finance Director EXEC 1.00 1.00 1.00 1.00 - 1.00 Finance Manager CAMP - - - 1.00 - 1.00 Finance Manager (Ltd term expires 6/30/25) CAMP 1.00 1.00 1.00 - - - Purchasing Manager CAMP 1.00 1.00 1.00 1.00 - 1.00 Accounting Manager CAMP 1.00 1.00 1.00 1.00 - 1.00 Administrative Analyst II CAMP 1.00 1.00 1.00 3.00 - 3.00 Administrative Analyst II (ARPA Funded) CAMP 1.00 1.00 1.00 - - - Senior Accountant IBEW 5.00 5.00 5.00 4.00 - 4.00 Accountant IBEW 5.00 6.00 6.00 6.00 - 6.00 Executive Secretary-C CAMP 1.00 1.00 1.00 1.00 - 1.00 Accounting Technician IBEW 3.00 2.00 2.00 2.00 - 2.00

22.00 22.00 22.00 22.00 - 22.00

COMMERCIAL SERVICES
Senior Accountant IBEW 1.00 1.00 1.00 1.00 - 1.00 Customer Service Representative IBEW 1.00 1.00 1.00 1.00 - 1.00

2.00 2.00 2.00 2.00 - 2.00 Subtotal, General Fund 24.00 24.00 24.00 24.00 - 24.00 WATER FUND:

WATER BILLING & COLLECTION
Customer Service Supervisor IBEW 1.00 1.00 1.00 1.00 - 1.00 Accounting Manager CAMP 1.00 1.00 1.00 1.00 - 1.00 Accountant IBEW 1.00 1.00 1.00 1.00 - 1.00 Sr. Customer Service Representative IBEW 1.00 1.00 1.00 1.00 - 1.00 Customer Service Representative IBEW 5.00 6.00 6.00 6.00 - 6.00

9.00 10.00 10.00 10.00 - 10.00

WATER METER READING
Meter Reader IBEW 5.00 5.00 5.00 5.00 - 5.00 Sr.Meter Reader IBEW 1.00 1.00 1.00 1.00 - 1.00 Utility Field Representative IBEW 2.00 2.00 2.00 2.00 - 2.00

8.00 8.00 8.00 8.00 - 8.00 Subtotal, Water Fund 17.00 18.00 18.00 18.00 - 18.00 TOTAL DEPARTMENT 41.00 42.00 42.00 42.00 - 42.00 FY 24-25FY 23-24FY 22-23FY 21-22
DocuSign Envelope ID: F61D8C37-4808-4071-8FF9-D2DC3BE1DBC9 Appendix: Personnel Summary
Human Resources Department
Proposed
Group Amended Amended Adopted Amended Changes Proposed
GENERAL FUND:

HUMAN RESOURCES
Human Resources Director EXEC 1.00 1.00 1.00 1.00 - 1.00 Assistant Human Resources Director EXEC 1.00 1.00 1.00 1.00 (1.00) - HR Program Manager EXEC 1.00 1.00 1.00 3.00 - 3.00 Employee and Labor Relations Officer EXEC 1.00 1.00 1.00 1.00 - 1.00 Senior Personnel Analyst CAMP 2.00 2.00 2.00 1.00 (1.00) - Administrative Analyst II CAMP 1.00 1.00 1.00 - - - HR Information System Analyst CAMP 1.00 1.00 1.00 - - - Personnel Analyst II CAMP 3.00 3.00 3.00 3.00 2.00 5.00 Personnel Technician CAMP 2.00 2.00 2.00 2.00 1.00 3.00 Personnel Analyst II (Ltd term expires 06/30/25) (a) CAMP 1.00 1.00 1.00 1.00 - 1.00 Executive Secretary-C CAMP 1.00 1.00 1.00 1.00 - 1.00 Admin Clerk II-C CAMP - - - 1.00 - 1.00 Subtotal, General Fund 15.00 15.00 15.00 15.00 1.00 16.00 Water Fund 401
Personnel Analyst II CAMP 1.00 1.00 1.00 1.00 (1.00) -

1.00 1.00 1.00 1.00 (1.00) - SELF INSURANCE Fund
Risk Manager / Safety Officer EXEC 1.00 1.00 1.00 1.00 - 1.00 Administrative Analyst II CAMP 3.00 3.00 3.00 3.00 - 3.00 Admin Clerk II-C CAMP 1.00 1.00 1.00 1.00 - 1.00 Subtotal, Self Insurance 5.00 5.00 5.00 5.00 - 5.00 TOTAL DEPARTMENT 21.00 21.00 21.00 21.00 - 21.00 (a)Funded by ARPA expires 06/30/25
FY 24-25FY 21-22 FY 22-23 FY 23-24
DocuSign Envelope ID: F61D8C37-4808-4071-8FF9-D2DC3BE1DBC9 Appendix: Personnel Summary
Information Technology Department
Proposed
Group Amended Amended Adopted Amended Changes Proposed
GENERAL FUND:

INFORMATION TECHNOLOGY
Chief Innovation Officer EXEC - 1.00 1.00 1.00 - 1.00 Cybersecurity Information Systems Officer CAMP - - - 1.00 - 1.00 Enterprise Systems Application Officer CAMP - - - - 1.00 1.00 IT Project Manager CAMP - 1.00 1.00 1.00 (1.00) - Information Systems Manager CAMP - 2.00 2.00 2.00 - 2.00 Network Administrator CAMP - 1.00 1.00 1.00 - 1.00 Media Services Specialist CAMP - 1.00 1.00 1.00 - 1.00 Asset Manager CAMP - 0.50 0.50 0.50 - 0.50 IS Support Technician II IBEW - 4.00 5.00 5.00 - 5.00 Secretary IBEW - 1.00 1.00 1.00 - 1.00 TOTAL DEPARTMENT - 11.50 12.50 13.50 - 13.50 FY 21-22 FY 22-23 FY 24-25FY 23-24
DocuSign Envelope ID: F61D8C37-4808-4071-8FF9-D2DC3BE1DBC9 Appendix: Personnel Summary
Economic Development Department
Proposed
Group Amended Amended Adopted Amended Changes Proposed
GENERAL FUND:

ECONOMIC DEVELOPMENT
Economic Development Director EXEC - 1.00 1.00 1.00 - 1.00 Economic Development Program Manager CAMP - 3.00 3.00 3.00 - 3.00 Sr. Comm. Development Analyst IBEW - 1.00 1.00 1.00 - 1.00 Administrative Analyst II CAMP - 1.00 1.00 1.00 - 1.00 Secretary IBEW - 1.00 1.00 1.00 - 1.00 TOTAL DEPARTMENT - 7.00 7.00 7.00 - 7.00 FY 24-25FY 22-23 FY 23-24FY 21-22
DocuSign Envelope ID: F61D8C37-4808-4071-8FF9-D2DC3BE1DBC9 Appendix: Personnel Summary
Planning & Development Services Department
Proposed
Group Amended Amended Adopted Amended Changes Proposed
GENERAL FUND:

ADMINISTRATION
Planning & Development Services Director EXEC 1.00 1.00 1.00 1.00 - 1.00 Executive Secretary-C CAMP 1.00 1.00 1.00 1.00 - 1.00 Administrative Analyst II CAMP 1.00 1.00 1.00 1.00 - 1.00

3.00 3.00 3.00 3.00 - 3.00

BUILDING
Chief Building Official CAMP 1.00 1.00 1.00 1.00 - 1.00 Building Inspection Manager CAMP 1.00 1.00 1.00 1.00 - 1.00 Building Inspection Supervisor IBEW 1.00 1.00 1.00 1.00 - 1.00 Building Inspector II IBEW 4.00 4.00 4.00 4.00 - 4.00 Development Permit Coordinator CAMP 1.00 1.00 1.00 1.00 - 1.00 Plan Check Engineer IBEW 1.00 1.00 1.00 1.00 - 1.00 Building Permit Technician I IBEW 1.00 1.00 1.00 1.00 - 1.00 Building Permit Technician II IBEW 1.00 1.00 1.00 1.00 - 1.00 Secretary IBEW 1.00 1.00 1.00 1.00 - 1.00

12.00 12.00 12.00 12.00 - 12.00

PLANNING
Planning Manager CAMP 2.00 2.00 2.00 2.00 - 2.00 Principal Planner CAMP 1.00 1.00 1.00 1.00 - 1.00 Senior Planner CAMP 2.00 2.00 2.00 2.00 - 2.00 Associate Planner IBEW 3.00 3.00 3.00 3.00 - 3.00 Planning Technician (a) IBEW 1.00 1.00 1.00 1.00 - 1.00

9.00 9.00 9.00 9.00 - 9.00

CODE ENFORCEMENT
Code Enforcement Manager CAMP - 1.00 1.00 1.00 - 1.00 Sr. Code Enforcement Officer IBEW - 1.00 1.00 1.00 - 1.00 Code Enforcement Officer IBEW - 6.00 6.00 6.00 - 6.00 Accounting Clerk II IBEW - 1.00 1.00 1.00 - 1.00 Administrative Analyst II CAMP - 1.00 1.00 1.00 - 1.00 Secretary IBEW - 1.00 1.00 1.00 - 1.00 - 11.00 11.00 11.00 - 11.00

ECONOMIC DEVELOPMENT
Economic Development Manager CAMP 1.00 - - - - - Economic Development Program Manager CAMP 3.00 - - - - - Sr. Comm. Development Analyst IBEW 1.00 - - - - - Administrative Analyst II CAMP 1.00 - - - - - Secretary IBEW 1.00 - - - - -

7.00 - - - - - TOTAL DEPARTMENT 31.00 35.00 35.00 35.00 - 35.00 (a)
FY 23-24 FY 24-25FY 21-22 FY 22-23
One (1) Vacant Planning Technician position frozen since FY 19-20.

DocuSign Envelope ID: F61D8C37-4808-4071-8FF9-D2DC3BE1DBC9 Appendix: Personnel Summary
Fire Department
Proposed
Group Amended Amended Adopted Amended Changes Proposed
GENERAL FUND:

ADMINISTRATION
Fire Chief EXEC 1.00 1.00 1.00 1.00 - 1.00 Deputy Fire Chief EXEC 1.00 1.00 1.00 1.00 - 1.00 Executive Secretary-C CAMP 1.00 1.00 1.00 1.00 - 1.00 Administrative Manager CAMP 1.00 1.00 1.00 1.00 - 1.00 Administrative Clerk II CAMP 1.00 1.00 1.00 1.00 - 1.00

5.00 5.00 5.00 5.00 - 5.00

SUPPRESSION
Battalion Chief IAFF 3.00 3.00 3.00 3.00 - 3.00 Fire Captain IAFF 24.00 24.00 24.00 24.00 - 24.00 Fire Engineer IAFF 24.00 24.00 24.00 24.00 - 24.00 Firefighter IAFF 25.00 24.00 24.00 24.00 - 24.00 Firefighter (Limited Term) (a) IAFF 21.00 21.00 9.00 9.00 - 9.00

97.00 96.00 84.00 84.00 - 84.00

PREVENTION
Fire Prevention Manager CAMP 1.00 1.00 1.00 1.00 - 1.00 Fire Prevention Inspector IBEW 3.00 3.00 3.00 3.00 - 3.00 Secretary IBEW 1.00 1.00 1.00 1.00 - 1.00

5.00 5.00 5.00 5.00 - 5.00

TRAINING
Battalion Chief IAFF 1.00 1.00 1.00 1.00 - 1.00

1.00 1.00 1.00 1.00 - 1.00

EMERGENCY MEDICAL SERVICES
Fire Captain IAFF 1.00 1.00 1.00 1.00 - 1.00

1.00 1.00 1.00 1.00 - 1.00 TOTAL DEPARTMENT 109.00 108.00 96.00 96.00 - 96.00 Staffing subtotals by type:

Sworn 101.00 100.00 88.00 88.00 - 88.00 Unsworn 8.00 8.00 8.00 8.00 - 8.00 Total 109.00 108.00 96.00 96.00 - 96.00 (a) Nine (9) Firefighter positions funded by 2020 SAFER grant expires 02/26/25.

FY 21-22 FY 22-23 FY 24-25FY 23-24
DocuSign Envelope ID: F61D8C37-4808-4071-8FF9-D2DC3BE1DBC9 Appendix: Personnel Summary
Police Department
Proposed
Group Amended Amended Adopted Amended Changes Proposed
GENERAL FUND:

PUBLIC SAFETY
Police Chief EXEC 1.00 1.00 1.00 1.00 - 1.00 Deputy Police Chief EXEC 2.00 2.00 2.00 2.00 - 2.00 Police Captain (a) VPOA 3.00 3.00 3.00 3.00 - 3.00 Police Lieutenant (b) VPOA 8.00 9.00 9.00 10.00 - 10.00 Police Sergeant VPOA 13.00 13.00 13.00 15.00 - 15.00 Police Corporal (c) VPOA 12.00 12.00 12.00 14.00 - 14.00 Police Officer (d) VPOA 84.00 84.00 84.00 84.00 - 84.00 Police Officer (Ltd 4-yr term) (e) VPOA 8.00 8.00 8.00 8.00 - 8.00 131.00 132.00 132.00 137.00 - 137.00 Administrative Manager CAMP 1.00 1.00 2.00 3.00 - 3.00 Administrative Analyst II CAMP 4.00 5.00 5.00 9.00 - 9.00 Administrative Analyst I CAMP 2.00 - - - - - Administrative Clerk II-C CAMP 1.00 1.00 1.00 3.00 - 3.00 Communications Manager CAMP 1.00 1.00 1.00 1.00 - 1.00 Communications Supervisor IBEW 4.00 4.00 4.00 4.00 - 4.00 Communications Operator I/II IBEW 16.00 16.00 16.00 16.00 - 16.00 Executive Secretary-C CAMP 2.00 2.00 2.00 2.00 - 2.00 Senior Police Assistant IBEW 1.00 2.00 2.00 1.00 - 1.00 Police Assistant IBEW 11.00 10.00 10.00 10.00 - 10.00 Police Assistant (Ltd term expires 06/30/25) (f) IBEW 3.00 3.00 3.00 3.00 - 3.00 Senior Crime Scene Investigator IBEW - - - 1.00 - 1.00 Forensic Analyst IBEW 1.00 - - - - - Police Clerk IBEW 12.00 9.00 9.00 8.00 - 8.00 Police Records Supervisor IBEW - 1.00 1.00 1.00 - 1.00 Police Records Manager CAMP 1.00 1.00 1.00 1.00 - 1.00 Crime Analyst IBEW 2.00 2.00 2.00 1.00 - 1.00

62.00 58.00 59.00 64.00 - 64.00

CODE ENFORCEMENT
Police Lieutenant VPOA 1.00 - - - - - Sr. Code Enforcement Officer IBEW 1.00 - - - - - Code Enforcement Officer IBEW 4.00 - - - - - Police Clerk IBEW 1.00 - - - - - Secretary IBEW 1.00 - - - - - -

8.00 - - - - - TOTAL DEPARTMENT 201.00 190.00 191.00 201.00 - 201.00 (a)
(b)
(c)
(d)
(e) 3-year Eight (8) Police Officer 2020 COPS grant positions with additional 1 year expires 06/30/25. (f) Funded by ARPA expires 06/30/25
Staffing subtotals by type:

Sworn 132.00 132.00 132.00 137.00 - 137.00 Unsworn 69.00 58.00 59.00 64.00 - 64.00 Total 201.00 190.00 191.00 201.00 - 201.00 FY 24-25
Eleven (11) Vacant Police Officer position defunded since FY 23-24.

FY 23-24FY 22-23FY 21-22
One (1) Vacant Police Captain position defunded since FY 23-24.

One (1) Vacant Police Corporal position defunded since FY 23-24.

One (1) Vacant Police Lieutenant position defunded since FY 23-24.

DocuSign Envelope ID: F61D8C37-4808-4071-8FF9-D2DC3BE1DBC9 Appendix: Personnel Summary
Public Works Department
Proposed
Group Amended Amended Adopted Amended Changes Proposed
GENERAL FUND:

ADMINISTRATION
Public Works Director EXEC 1.00 1.00 1.00 1.00 - 1.00 Administrative Manager CAMP 1.00 1.00 1.00 1.00 - 1.00 Real Property & Lease Manager CAMP 1.00 1.00 1.00 1.00 - 1.00 Environmental Services Manager CAMP 1.00 1.00 1.00 1.00 - 1.00 Transportation Superintendent CAMP 1.00 1.00 1.00 1.00 - 1.00 Executive Secretary-C CAMP 1.00 1.00 1.00 1.00 - 1.00 Administrative Analyst II CAMP 1.00 1.00 1.00 1.00 - 1.00 Senior Accountant IBEW 1.00 1.00 1.00 1.00 - 1.00 Total Administration 8.00 9.00 9.00 9.00 - 9.00

ENGINEERING
Assistant PW Director - City Engineer EXEC 1.00 1.00 1.00 1.00 - 1.00 Administrative Analyst II CAMP 1.00 1.00 1.00 1.00 - 1.00 Senior Civil Engineer IBEW 2.00 2.00 2.00 2.00 - 2.00 Assistant Eng/Associate Civil Engineer IBEW 7.00 7.00 7.00 7.00 - 7.00 Traffic Engineer IBEW 1.00 1.00 1.00 1.00 - 1.00 Senior Engineering Technician IBEW 1.00 1.00 1.00 1.00 - 1.00 Secretary IBEW 1.00 1.00 1.00 1.00 - 1.00 Engineering Technician II IBEW 5.00 5.00 5.00 5.00 - 5.00 Landscape Inspector IBEW - - - 1.00 - 1.00 Total Engineering 19.00 19.00 19.00 20.00 - 20.00

MAINTENANCE ADMINISTRATION
Assistant PW Director - Maintenance EXEC 1.00 1.00 1.00 1.00 - 1.00 Assistant Maintenance Superintendent CAMP 1.00 1.00 1.00 1.00 - 1.00 Building Supervisor IBEW 1.00 1.00 1.00 1.00 - 1.00 Public Works Supervisor IBEW 3.00 3.00 3.00 3.00 - 3.00 Senior Public Works Maintenance Worker IBEW 5.00 5.00 5.00 5.00 - 5.00 Maintenance Worker I/II IBEW 18.00 18.00 17.00 17.00 - 17.00 Senior Building Maintenance Worker IBEW 1.00 1.00 1.00 1.00 - 1.00 Building Maintenance Worker II IBEW 4.00 3.00 4.00 4.00 - 4.00 Heavy Equipment Operator IBEW 2.00 2.00 2.00 2.00 - 2.00 Electrician IBEW 2.00 2.00 2.00 2.00 - 2.00 Traffic & Lighting Tech II IBEW 2.00 2.00 2.00 2.00 - 2.00 Secretary IBEW 1.00 1.00 1.00 1.00 - 1.00 Landscape Inspector IBEW 1.00 1.00 1.00 - - - Accounting Clerk II IBEW 2.00 2.00 2.00 2.00 - 2.00 Asset Manager CAMP 1.00 0.50 0.50 0.50 - 0.50 Customer Service Representative IBEW 1.00 1.00 1.00 1.00 - 1.00 Total Maintenance 46.00 44.50 44.50 43.50 - 43.50

RECYCLING PROGRAM
Administrative Analyst II CAMP 1.00 1.00 1.00 1.00 - 1.00 Total Recycling Program 1.00 1.00 1.00 1.00 - 1.00 Total Public Works (General Fund) 74.00 73.50 73.50 73.50 - 73.50 FY 24-25FY 22-23FY 21-22 FY 23-24
DocuSign Envelope ID: F61D8C37-4808-4071-8FF9-D2DC3BE1DBC9 Appendix: Personnel Summary
Public Works Department
Proposed
Group Amended Amended Adopted Amended Changes Proposed
FY 24-25FY 22-23FY 21-22 FY 23-24
OTHER FUNDS:

MARE ISLAND COMMUNITY
FACILITIES DISTRICT Fund 112
Maintenance Worker I/II IBEW 2.00 2.00 2.00 2.00 - 2.00 Total Mare Island 2.00 2.00 2.00 2.00 - 2.00 LANDSCAPE MAINT DISTRICTS Fund 161
Landscape Maintenance Manager CAMP 1.00 1.00 1.00 1.00 - 1.00 Sr. Landscape Inspector IBEW 1.00 1.00 1.00 1.00 - 1.00 Landscape Inspector IBEW 2.00 2.00 2.00 2.00 - 2.00 Accounting Clerk II IBEW 1.00 1.00 1.00 1.00 - 1.00 Total Landscape Maint. Districts 5.00 5.00 5.00 5.00 - 5.00 CORPORATION SHOP Fund 501
Fleet Manager CAMP 1.00 1.00 1.00 1.00 - 1.00 Senior Equipment Mechanic IBEW 1.00 1.00 1.00 1.00 - 1.00 Equipment Mechanic II IBEW 4.00 5.00 5.00 5.00 - 5.00 Parts Specialist IBEW 1.00 1.00 1.00 1.00 - 1.00 Accounting Clerk II IBEW - 1.00 1.00 1.00 - 1.00 Administrative Clerk II IBEW 1.00 - - - - - Total Corporation Shop Fund 8.00 9.00 9.00 9.00 - 9.00 TOTAL DEPARTMENT 90.00 89.50 89.50 89.50 - 89.50 DocuSign Envelope ID: F61D8C37-4808-4071-8FF9-D2DC3BE1DBC9 Appendix: Personnel Summary
Housing Department
Proposed
Group Amended Amended Adopted Amended Changes Proposed
OTHER FUNDS:

HOUSING/SECTION 8 Fund 121
Housing Director EXEC - 1.00 1.00 1.00 - 1.00 Housing Project Developer CAMP - 1.00 1.00 - - - Housing Specialist Supervisor IBEW - 1.00 1.00 1.00 - 1.00 Housing Specialist I / II IBEW - 6.00 7.00 7.00 - 7.00 Sr. Housing Specialist IBEW - 1.00 1.00 1.00 - 1.00 Administrative Manager CAMP - 1.00 1.00 1.00 - 1.00 Administrative Analyst II CAMP - 1.00 1.00 2.00 - 2.00 Secretary IBEW - 1.00 1.00 1.00 - 1.00 Admin Clerk II IBEW - 2.00 2.00 2.00 - 2.00 TOTAL DEPARTMENT - 15.00 16.00 16.00 - 16.00 FY 21-22 FY 22-23 FY 24-25FY 23-24
DocuSign Envelope ID: F61D8C37-4808-4071-8FF9-D2DC3BE1DBC9 Appendix: Personnel Summary
Water Department
Proposed
Group Amended Amended Adopted Amended Changes Proposed
WATER FUND:

WATER ADMIN & ENGINEERING
Water Utilities Director EXEC 1.00 1.00 1.00 1.00 - 1.00 Water Operations Manager EXEC 1.00 1.00 1.00 3.00 - 3.00 Water Engineering Manager CAMP 1.00 1.00 1.00 1.00 - 1.00 Water Resource Manager CAMP - 1.00 1.00 1.00 - 1.00 Administrative Manager CAMP 1.00 1.00 1.00 1.00 - 1.00 Water Finance Manager CAMP 1.00 1.00 1.00 - - - IT Project Manager CAMP 1.00 1.00 1.00 1.00 - 1.00 Information System Manager CAMP 1.00 1.00 1.00 1.00 - 1.00 Executive Secretary-C CAMP 1.00 1.00 1.00 1.00 - 1.00 Administrative Analyst II CAMP 4.00 5.00 5.00 6.00 1.00 7.00 Administrative Analyst I IBEW 1.00 - - - - - Sr. Civil Engineer IBEW 3.00 3.00 3.00 3.00 - 3.00 Assistant Eng/Associate Civil Engineer IBEW 10.00 8.00 8.00 6.00 - 6.00 Geographic Info Systems Specialist I/II/III IBEW 1.00 1.00 1.00 1.00 - 1.00 Secretary IBEW - 1.00 1.00 1.00 - 1.00 Sr. Engineering Technician IBEW 2.00 2.00 2.00 2.00 - 2.00 Engineering Technician II IBEW 3.00 3.00 3.00 3.00 - 3.00 Accounting Clerk II IBEW 1.00 1.00 1.00 1.00 - 1.00 Admin Clerk II IBEW 1.00 1.00 1.00 1.00 - 1.00

34.00 34.00 34.00 34.00 1.00 35.00

WATER QUALITY
Water Quality Manager CAMP 1.00 1.00 1.00 1.00 - 1.00 Laboratory Supervisor CAMP 1.00 1.00 1.00 1.00 - 1.00 Water Quality Analyst IBEW 2.00 2.00 2.00 2.00 - 2.00 Laboratory Analyst II IBEW 1.00 1.00 1.00 1.00 - 1.00

5.00 5.00 5.00 5.00 - 5.00

SOURCE OPERATIONS
Reservoir Keeper II IBEW 2.00 2.00 2.00 2.00 - 2.00

2.00 2.00 2.00 2.00 - 2.00

PUMPING & TREATMENT MAINTENANCE
Water Facilities Superintendent CAMP 1.00 1.00 1.00 1.00 - 1.00 IT Project Manager CAMP 1.00 1.00 1.00 - - - Plant Maintenance Supervisor CAMP 2.00 2.00 2.00 2.00 - 2.00 Facilities Maintenance Supervisor CAMP - 1.00 - - - - Public Works Supervisor IBEW 1.00 - 1.00 1.00 - 1.00 Utility Mechanic II IBEW 5.00 5.00 5.00 5.00 - 5.00 Sr. Instrument Technician IBEW 1.00 1.00 1.00 1.00 - 1.00 Senior Utility Mechanic IBEW 1.00 1.00 1.00 1.00 - 1.00 Instrument Technician I/II IBEW 3.00 3.00 3.00 3.00 - 3.00 Water Maintenance Worker I/II IBEW 4.00 4.00 4.00 4.00 - 4.00

19.00 19.00 19.00 18.00 - 18.00

TREATMENT OPERATIONS
Water Treatment Superintendent CAMP 1.00 1.00 1.00 1.00 - 1.00 WTP Supervisor IBEW 2.00 2.00 2.00 3.00 - 3.00 WTP Regulatory Compliance IBEW 1.00 1.00 1.00 - - - WTPO Trainee II IBEW 1.00 1.00 1.00 1.00 - 1.00 WTP Operator IBEW 11.00 12.00 12.00 12.00 - 12.00 Senior WTPO IBEW 7.00 7.00 7.00 7.00 - 7.00

23.00 24.00 24.00 24.00 - 24.00 FY 22-23FY 21-22 FY 24-25 FY 23-24
DocuSign Envelope ID: F61D8C37-4808-4071-8FF9-D2DC3BE1DBC9 Appendix: Personnel Summary
Water Department
Proposed
Group Amended Amended Adopted Amended Changes Proposed
FY 22-23FY 21-22 FY 24-25 FY 23-24
WATER FUND (continued):

DISTRIBUTION MAINT
Water Distribution Superintendent CAMP 1.00 1.00 1.00 1.00 - 1.00 Assistant Water Distribution Superintendent CAMP 1.00 1.00 1.00 - - - Utility Supervisor IBEW 3.00 3.00 3.00 4.00 - 4.00 Sr. Water Distribution Technician IBEW 5.00 5.00 5.00 5.00 - 5.00 Water Distribution Technician IBEW 14.00 14.00 14.00 14.00 - 14.00 Heavy Equipment Operator IBEW 3.00 3.00 3.00 3.00 - 3.00 Water Maintenance Worker I/II IBEW 5.00 5.00 5.00 5.00 - 5.00 Senior Meter Mechanic IBEW 1.00 1.00 1.00 1.00 - 1.00 Meter Mechanic IBEW 2.00 2.00 2.00 2.00 - 2.00

35.00 35.00 35.00 35.00 - 35.00

WAREHOUSE
Warehouse Supervisor IBEW 1.00 1.00 1.00 1.00 - 1.00 Warehouse Specialist IBEW 1.00 1.00 1.00 1.00 1.00

2.00 2.00 2.00 2.00 - 2.00 TOTAL DEPARTMENT 120.00 121.00 121.00 120.00 1.00 121.00 DocuSign Envelope ID: F61D8C37-4808-4071-8FF9-D2DC3BE1DBC9 UNREP
Sept 2024
5% COLA
Range Classification Rate Step 1 Step 2 Step 3 Step 4 Step 5 56P Assistant City Attorney I Hourly 69.1822 72.6412 76.2734 80.0870 84.0912 43Q Assistant City Attorney II Hourly 85.7532 90.0410 94.5431 99.2702 104.2337 86Q Assistant City Manager Hourly 95.4725 100.2463 105.2586 110.5215 116.0477 84P Assistant Finance Director Hourly 74.1918 77.9015 81.7966 85.8863 90.1807 84P Assistant Human Resources Director Hourly 74.1918 77.9015 81.7966 85.8863 90.1807 27Q Assistant Public Works Director - City Engineer Hourly 82.3949 86.5146 90.8403 95.3823 100.1515 66P Assistant Public Works Director - Maintenance Hourly 70.9313 74.4779 78.2018 82.1118 86.2174 66P Assistant to the City Manager Hourly 70.9313 74.4779 78.2018 82.1118 86.2174 73Q Chief Assistant City Attorney Hourly 92.4235 97.0445 101.8967 106.9916 112.3413 27Q Chief Innovation Officer Hourly 82.3949 86.5146 90.8403 95.3823 100.1515 13P City Clerk Hourly 62.1391 65.2461 68.5084 71.9338 75.5305 39P Communications and Public Information Officer Hourly 66.3070 69.6224 73.1034 76.7587 80.5965 55P Community Engagement Manager Hourly 69.0097 72.4601 76.0831 79.8873 83.8816 19P Deputy Finance Director Hourly 63.0771 66.2310 69.5426 73.0197 76.6708 23Q Deputy Fire Chief Hourly 81.5761 85.6548 89.9376 94.4345 99.1562 02R Deputy Police Chief Hourly 99.1162 104.0721 109.2756 114.7395 120.4764 27Q Economic Development Director Hourly 82.3949 86.5146 90.8403 95.3823 100.1515 84P Employee and Labor Relations Officer Hourly 74.1918 77.9015 81.7966 85.8863 90.1807 39P Employee Relations Manager Hourly 66.3070 69.6224 73.1034 76.7587 80.5965 86N Executive Assistant to the City Manager Hourly 45.4798 47.7538 50.1415 52.6485 55.2810 01N Executive Assistant to the Mayor Hourly 36.7829 38.6219 40.5531 42.5809 44.7098 27Q Finance Director Hourly 82.3949 86.5146 90.8403 95.3823 100.1515 26R Fire Chief Hourly 105.2373 110.4992 116.0240 121.8252 127.9166 27Q Housing Director Hourly 82.3949 86.5146 90.8403 95.3823 100.1515 27Q Human Resources Director Hourly 82.3949 86.5146 90.8403 95.3823 100.1515 39P Human Resources Program Manager Hourly 66.3070 69.6224 73.1034 76.7587 80.5965 27Q Information and Technology Director Hourly 82.3949 86.5146 90.8403 95.3823 100.1515 76O Law Office Supervisor Hourly 56.7972 59.6372 62.6191 65.7501 69.0376 39P Organizational Development Manager Hourly 66.3070 69.6224 73.1034 76.7587 80.5965 31Q Planning and Development Services Director Hourly 83.2218 87.3830 91.7522 96.3398 101.1568 67R Police Chief Hourly 116.5814 122.4105 128.5310 134.9574 141.7054 31Q Public Works Director Hourly 83.2218 87.3830 91.7522 96.3398 101.1568 66P Risk Manager/Safety Officer Hourly 70.9313 74.4779 78.2018 82.1118 86.2174 27Q Special Advisor to CM Hourly 82.3949 86.5146 90.8403 95.3823 100.1515 88P Water Operations Manager Hourly 74.9366 78.6833 82.6177 86.7485 91.0859 31Q Water Utilities Director Hourly 83.2218 87.3830 91.7522 96.3398 101.1568 *This document is attached for informational purposes only. Please see the official salary schedule distributed online by the City each year.

Vallejo City CouncilSeptember 10, 2024

Vallejo City Council
September 10, 2024